Common use of DRIVING ELIGIBILITY Clause in Contracts

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's license, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- driving position if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed:

DRIVING ELIGIBILITY. I. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s licenseDrivers License. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess posses a valid California driver’s drivers license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s drivers license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-non- driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed:

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's license, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- driving position if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed:

DRIVING ELIGIBILITY. I. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s licenseDrivers License. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s drivers license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s drivers license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-non- driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed:

DRIVING ELIGIBILITY. ‌‌ Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in . In no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees an employee must request a leave of absence without pay for six-six months or until such time as their his or her license is once again valid, whichever is shorter. Time in The total time an employee is provided a non-driving assignments and leaves position and/or leave of absences absence shall be combined when calculating the not exceed six month (6) months in any three-year time period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed:

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in . In no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees an employee must request a leave of absence without pay for six-six months or until such time as their his or her license is once again valid, whichever is shorter. Time in The total time an employee is provided a non-driving assignments and leaves position and/or leave of absences absence shall be combined when calculating the not exceed six month (6) months in any three-year time period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed:

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s drivers license. In order to ascertain the validity of the employee's license, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles at any time to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed:

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business business, he or she shall have a valid California driver’s drivers license. In order to ascertain the validity of the employee's license, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles at any time to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended suspended, or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: